MOST COMMON ERRORS IN THE INTERVIEW PROECESS:

*WHAT YOU CAN DO TO AVOID THEM*

Errors on the basis of contrast: Judgments are influenced by the previous applicants

Spread out the interview schedule by allocating different days for different candidates.  This benefits the search because committees will be less likely to compare the candidates to each other so the candidate will be selected on their own merit.

Errors on the basis of gender and attractiveness

Have diverse search committees so both genders are represented.

Review the position requirements: even if some fields are traditionally masculine/feminine, most every job at UNI can be filled by an equally qualified male or female.

Making a quick first impression, and spending the rest of the interview gathering information to support this judgment

Encourage the committee to refrain from making snap decisions. First impressions are important, but allow the candidate to get comfortable and use the entire interview time to make a comprehensive judgment. 

Interviewer’s lack of job knowledge

Once the search committee has been selected, members should review the position requirements as advertised.  If there are still questions, the search committee can also ask the individual vacating the position for more job details. The Department Head may also have useful information.

Interviewer’s biases

It is illegal to make employment decisions based on race, color, age, religion, gender, veteran status, physical disability, pregnancy, marital status, and sexual orientation.

Search Committees should be heterogeneous which helps encourage applications from these groups, and counteracts individual biases.

Incorrect information provided by the candidate

UNI utilizes criminal, financial, and educational background checks which help ensure accuracy of information.  HR is in charge of conducting the proper checks for each position.  Search committees are required to perform reference checks on all final applicants.

Misinterpretation of nonverbal cues

Eye contact may be a sign of confidence in one culture, but extended eye contact demonstrates rudeness in other societies.  Listen to what each candidate has to say, and refrain from drawing any drastic conclusions based on the posture, eye contact, or other nonverbal cues.

Choosing the candidate that is most like you

Choosing the candidate most like you becomes problematic when it means continuing the “good ol’ boy tradition” or when younger applicants are immediately viewed as less qualified by an older search committee. Find candidates that complement rather than duplicate the current staff members.